Message from Chancellor Black
Campus Climate Change Organization
Achievements and Reports
Executive Report on Results of Spring 2013 UMD Climate Surveys
Conduct a longitudinal survey and assessment of campus climate and diversity initiatives… disseminating results and integrating findings into academic and student life.
A Subcommittee of the Campus Change Team (CCT) developed, vetted, and piloted two climate surveys based on assessment instruments used by the campus in 2002, 2009, and 2010. The CCT and the Leadership Team reviewed and approved the final surveys. One of the surveys was sent to 1828 UMD faculty and staff members in January 2013. The response rate was 19.4% (355 respondents). The other was sent to 9809 UMD undergraduate students in March 2013. The response rate was 4.0% (393 respondents).
Recognizing the importance of assessing the campus climate using multiple approaches, two Student Focus Group studies (http://www.d.umn.edu/chancellor/climate/surveys.html) and a Campus Labs student survey have been completed since June 2011. Finally, a protocol for the administration of surveys at UMD was developed in June 2012 (http://www.d.umn.edu/vcaa/institutionalresearch/Documents/Survey%20Protocols.pdf).
Spring 2013 UMD Climate Surveys
Note: The items below are links.
Summary of Spring 2013 UMD Campus Climate Faculty Staff Survey Results
However, the survey reveals that there are some areas of expression that the campus environment suppresses; these areas include conservative views and religious beliefs (Question 3).
Respondents (17.5% of respondents) who have witnessed insensitive or derogatory comments/behaviors by students, faculty or staff cite the most common targets as people with conservative political beliefs, women, racial/ethnic backgrounds and non-English speakers. Respondents who have witnessed insensitive or derogatory comments/behaviors by administrators cite the most common targets as women, people with conservative political beliefs, racial/ethnic backgrounds and whites (Question 8). Taking all responses together, the most common sources of these comments and behaviors are faculty, staff, and administrators (Question 10).
Respondents (13.8% of respondents) who have experienced harassment cite the most common reason for this harassment as due to gender and age. Taking all responses together, the most common sources of harassment are faculty and students (Question 9).
In terms of UMD resources to assist faculty and staff who have experienced or witnessed harassment, the least familiar are the Employee Assistance Program, the online incident reporting form, and the Office of Student Conduct. For those who utilized any of the UMD resources, there was least satisfaction with the Department of Human Resources and Equal Opportunity and the online reporting form (Question 5).
Group Analysis: This analysis shows statistically significant differences in campus experiences and perceptions about the campus climate by group (gender, race/ethnicity, length of employment, primary position, etc.). The first four groupings of questions included 45 questions about the campus climate (Questions 1-4).
Responses to Question 7 show that staff members, more than faculty members, and White employees, more than Non-White employees, feel that the overall campus community values diversity.
Responses to Questions 14b and 15b show that (1) women, more than men, (2) Non-White members, more than White members, and (3) staff, more than faculty, participate in diversity training programs and presentations.
Responses to Questions 16, 17a, and 17b show different perceptions by group membership to how much diversity is or should be valued by respondents themselves and by the campus.
Summary of Spring 2013 UMD Campus Climate Student Survey Results
Overall Analysis: Based on the mean response values, student respondents experience a campus environment that is generally satisfactory and supportive (Questions 1, 2 and 4). There is consensus that diversity is necessary to create a culture of academic excellence (Question 3) and that the current priority that campus places on diversity is appropriate (Questions 29 and 30).
Students feel that among the various groups at UMD, students value diversity the least (Question 8).
Respondents (27.6%) who have witnessed harassment or discriminatory behavior cite other students as the main source of this behavior (Question 19 and 22). In addition, students say that the behavior was based most frequently on race followed by gender and sexual orientation (Question 20).
Respondents (20.7%) who have experienced harassment cite other students, then faculty as being the sources of the harassment (Questions 12 and 15). In addition, students say that the behavior was based most frequently on gender, race, political beliefs, and sexual orientation (Question 13).
In terms of UMD resources to assist students who have experienced or witnesses harassment, the least familiar are the online reporting form and the Office of Equal Opportunity. The most utilized resources are Health Services and faculty or department heads. For those who utilized any of the UMD resources, there was least satisfaction with the Office of Student Conduct and the online reporting form (Questions 5 and 6).
Women, White students, higher socioeconomic, and non-transfer students more than men, Non-white lower socioeconomic, and transfer students feel that interacting with people different from themselves positively affects their campus experiences (Question 15).
Where there are differences,